I am interviewing for the sales manager position in my organization. There are 14 sales reps in our group, and five are interviewing for this position. I need some good advice for separating myself from the pack in the interview. (Should I try and develop strategies, projections, etc.) Any help with this matter would be greatly appreciated.

Mark's picture
Admin Role Badge


Do I have over the weekend to respond? I want to give you more than 2 lines, but am kind of swamped.

I think I can help.


BradK's picture

This reply may be a little late considering the date but I think you are already one step ahead of the competiton based on the fact that you have taken the time to listen to and learn from Manager Tools.

I have an interview coming up next week and I'm sure that there will be other candidates for the same position. But since I have absorbed so many valuable tools and techniques from MT, I will work the overall concepts into the interview. Don't get me wrong - I'm not saying that I will exaggerate my accomplishments but having instituted the one on ones and doing my best to present feedback using the model learned here , I am confident that I can express the concept of manager/associate development in such a way that will make me stand out from the other candidates.

Finding people to manage others can be a dime-a-dozen but finding those that willmanage for success and learn how to translate a person's strengths into performance is a distinct advantage. Believe me, I've had enough bad managers who felt intimidated by some one who wanted to learn everything about their job to know! :).


jc197835's picture


The first round of interviews is finished, but I still would love advice in case of second or future interviews for the same position.

Mark's picture
Admin Role Badge


My apologies for not answering your first post in time.

I would recommend a series of steps.

First, I would review my accomplishments. This is always first in interviews. If you've kept your resume current, it's a matter of preparing behavioral interview answers for all of your bulleted accomplishments. [b]This is the most important thing you do for any interview.[/b]

Second, I'd NOT worry about anyone else. Your interview will be all about you. No need to handicap or prepare defensive answers, ever. Heck, the best thing you can do with others is offer encouragement, offer to help them, and tell whomever interviews you that you could work for any of them.

Third, I'd analyze the role, and see what it calls for, and then match accomplishments that you have with the needs of the role. To analyze the role, I'd feel quite comfortable talking to people IN the role, or the manager leaving. You might be surprised how open he/she will be.

Finally, only after you've done all this, I'd consider taking a whack at a plan of action for the role. Perhaps a high level strategy that you can explain: what needs to be done and why. Don't do it if you can't avoid showing disrespect for who's leaving. Make sure to include working with the team, versus just new stuff for everyone to do.

Again, my apologies on not answering sooner. If you need further help on this set of interviews, send me a private message and I'll give you my cell number and we can talk about it.